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Your Door May Be Open, But Are You Listening To Your Employees Have To Say?

It’s no secret that the best leaders operate an open door policy to encourage open communication within their teams. The moment you draw boundaries between you and your employees is the moment that your business starts to suffer. Instead, you need to let every member of your team know that you’re there for them whenever they might need you.

There’s every chance that an open door policy was the first thing you implemented when you employed a team. And, with a bit of luck, plenty of them take advantage of it. But, do you pay attention to them when they do? Too often, policies like these are something we merely pay lip service to. You may have one in place because you heard you should. Still, you could feel too busy actually to address the concerns your team bring to you. That can lead to more ruptures than you could imagine, and it’s a mistake you need to stop making. Luckily, we have some pointers which could help you do just that.

Stop working when someone comes to see you

Irrelevant of how busy you are, you need to stop working the moment an employee comes to you. If you keep working, there’s a risk they won’t feel they can tell you what they came to say. Even if they do go ahead and explain their problem, there’s a risk you’ll mishear or fail to take note of it. That’s never good. If they’re bringing you a work problem, it means that you’ll be no help. If they’re coming to you about something like discrimination, you could even find yourself on the wrong side of lawyers like those found at wmlawyers.com due to your failure to address the issue. Don’t let it happen. Stop working the moment a team member walks through that supposedly open door.

Take notes

It’s also essential that you take notes if a team member opens up to you. As can be seen from sites like https://getlighthouse.com, this is essential to ensure that you have a record. That’s important to help you address the issue, and also to cover yourself down the line. Again, these can be of use during discrimination cases or even problems with an employee’s health. Getting into the note-taking habit also has the benefit of ensuring you pay full attention to the matter in hand.

Don’t let them leave until you develop a plan of action

If you usually say something like ‘leave it with me,’ you aren’t helping your employees. If they’re coming to you, it’s because they’re in need of a solution. While you may not be able to give them that straight away, you should at least attempt to provide some plan of action. Instead of getting them out of your office as soon as possible, then, take your time. Talk things through in detail. Together, make some plan as to how you can improve their situation moving forward. Only then can you ensure they leave your office satisfied.

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